National Association of Hispanic Nurses

Mentorship Academy

Vivian Torres-Suarez, RN, MBA, BSN2008 RWJ Executive Nurse Fellow

Academy Director

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“Treat people as if they were what they ought to be and you help them to become what they are capable of being”

Johann W. von Goethe:

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Mentorship

“ Mentorship is a gift of caring and wisdom that nurses give to other nurses as they navigate the career stages from student to novice to expert.”

Connie Vance, Ph.D., RN

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Background of the Mentorship AcademyRWJ Executive Nurse Fellowship ProgramInstitute of Medicine Future of Nursing Report

Our responsibility to mentor other nurses Need to increase the diversity of our nursing workforce: Hispanics

makeup 17% if society while Hispanic nurses are only 3.6% of 3 million nurses

Literature Search Limited for Hispanics: Alicea-Planas(2009), Villaruel, Canales, Torres (2001) McKimm. Jollie and Hatter (2007)

Questionnaire Survey and Results NAHN- NY Survey

Advisory BoardPresentation to the NAHN President and Board

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Goal of the Mentorship Academy

The goal of the Mentorship Academy is to establish and maintain a formal mentoring process that advances Hispanic nurses’ career and education.

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McKimm, Jollie and Hatter (2007)Traditional form of mentoring: one to one To encourage and support ethnic minority and

disadvantaged groupsTo encourage and support women break through the

glass ceilingBoth the mentor and the protégé benefit from the

relationship

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Key Principles

Realize that people can change and want to growRecognize individual differencesEncourage collaboration not competitionEncourage scholarship and a sense of inquiryReflect on past experiences as a key understandingLooking forward and develop the ability to transfer

learning and apply it to new situations

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Mentoring Skills Negotiating and InfluencingListeningGiving constructive feedbackInterventionMotivating and encouragingSelf-awarenessCoaching/TeachingReflectingNon-judgmentalNon prejudicial

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What does it take to be a Protégé?

Willing to learn and developWilling to participate AmbitiousKeen to succeedAble to accept power and riskLoyal to the processCommitment

ConscientiousAble to develop alliancesFlexible and adaptableSelf-awareWell organizedAble to accept a challengeAble to receive constructive

feedback

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Stages of Mentorship

Stage 1: Initiation, orientation, or courtship phaseStage 2: Getting established, adolescence, nurturing

or honeymoon phaseStage 3: Maturing, developing independence or

autonomy phaseStage 4: Ending, termination

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Building the relationshipMentor:Needs to be friendly,

supportive, helpful and encouraging, nurture growth and learning in the protégé

Challenge, stimulate and encourage

Protégé:Will become more

confident and independent

Set realistic goals and expectations with the mentor

Ask questions, keep engaged with the mentor

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Mentorship Academy Structure

Application Process is completed by the Protégé and Mentor candidates

Selection Process is followed and Letters of acceptance into the program are sent to all

Concepts of the mentorship program are shared in a conference or presentation

Protégés to develop personal and professional goalsSelection of Mentor by the ProtégéMust agree to participate in the program for 1 year

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Mentorship Academy Structure (con’t)

Must agree to meet no less than once a monthExchange of contact information and determine how the

communication will occur, i.e. email, text, phone, Skype, Face book, or in person

Monthly progress reportsRegular meetings with the Mentor and Protégés to

review overall progress and share experiencesAnnual Survey of the experience in the AcademyReport and present accomplishments to the Chapter

board and at an annual event

Status Report 15 protégés and 15 mentors applied to the AcademyStates represented: California, Florida, Arizona, New York, New

Jersey, Maryland, Texas, Illinois, Hawaii, Oregon, Kansas, Conn., Maine, Vietnam

A total of 9 protégés/ mentors pairs are activeRange from recent Associate degree graduates to Ph.D. graduate2012 El Paso Chapter Launched a program2013 Five (5) El Paso cohorts completed Launched in NYC Chapter in February 2013The biggest challenge was time, yet most met monthlyHave accomplished many of their goals or have set goals with their

mentors’ assistance.

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Chapter–based Mentorship ProgramSelect an Advisory board or taskforce that can take the concepts of

the Mentorship Academy and implement them. Call for Applicants for Mentors and Protégés (determine how many for each cohort) Selection of the Mentors based on set criteria, experience and

education Selection of the Protégés based on set criteria, new graduates

and experienced nurses with set goals to excel in education or career

Select a “cheer leader” that monitors the progress of the protégés so that no one is lost in the process due to lack of time or commitment.

Provide progress reports at Chapter meetings regularly.Report back to National the results of the program and the

successes achieved on a quarterly basis. Each Chapter Program reports to the NAHN Mentorship Academy

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Mentorship to LeadershipMust see ourselves as leadersVisionaries that inspire and motivate

others to realize their potential Development and Empowering

relationshipsHelp others realize their potentialMust be open to learning from each otherPowerful effect on each other and our

communities to be transformational mentor-leaders 16

Mentorship Academy Advisory Board

Helen BallestasMichele Crespo-FierroAida EguesJennifer FigueroaCaroline OrtizWanda MontalvoDaniel Suarez

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Conclusion: Q and A

“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

Maya Angelou

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